Measuring Trust & Flow

This workshop is the second of two 1-day workshops at Step One of the Talent Dynamics Pathway.

The key focus here is to measure, and then enhance, the levels of Trust and Flow within your team. (This can also be done between teams, departments and divisions.)

As you will know and have experienced from the Understanding Primary Purpose workshop, greater levels of Trust and Flow translate into increased and sustainable revenues and profits.

Improved communication, productivity and reduction of negative politics has a tremendous impact on your results.

Measuring the flow in your organisation

Building PSR (Personal Social Responsibility) is the key to the performance and effectiveness of each team member.

When each team member takes the Talent Dynamics Personal Profile, they learn their natural path to trust and flow. They learn their strengths and weaknesses, and when they see their 360 personal assessments from their managers, colleagues and reports, they see how their strengths are where they achieve greatest trust and flow.

Each team member goes through a process to define and integrate their personal purpose, life ambitions and identity into their identity within the corporation. They get to see how their work environment is the ultimate testing ground for the trust and flow they are creating in their own life.

They then work on a personal plan and team plan within the team to create an integrated support structure to build their value and leverage scores. This is PSR – Your personal responsibility to respect and grow the identity and integrity of each team member while in turn growing your own trust and flow within the team.

Building TSR (Team Social Responsibility) is the key to the performance and effectiveness of each department within the corporation.

The same process scales at the level of the team. When each team sees their Talent Dynamics Team Profile, they learn their team’s natural path to trust and flow. They learn the strengths and weaknesses of their department as a whole, and see their 360 personal assessments from other departments in the corporation.

For many departments that had previously had delivery issues with other departments, there is most usually a surprise when they see the low level of their trust and flow score
when assessed by the other department. Implementing tools and processes from the Talent Dynamics Tool Box based on ‘co-creating flow’ instead of ‘solving problems’ allows a department to resolve inter-department issues that they had earlier perceived as being out of their power to change.

This is TSR – Each department’s team responsibility to reflect and support the value and leverage of each department. A team that is not adding value to the whole will soon be rejected or ejected. A team that does will build trust.

A team that is not leveraging effectively within the whole will soon be an unsustainable cost. A team that does will become a positive contributor to the flow of the whole.

This process identifies the strengths and weaknesses, and overall health of the corporation. Like a health check, it shows the priority areas which require attention. Any one part of the body that is not in flow will soon impact on other parts.

Building CSR (Corporate Social Responsibility) is the key to the sustainable performance and success of the corporation within the market.

The same process scales to the level of the corporation, and provides a direct link between personal responsibility of the individual and the corporate social responsibility of the organisation. At this scale, partners and customers are invited to provide a 360 assessment of the trust in the enterprise’s ongoing standard of delivery, and the effective flow of communications, value and value creation.

This is CSR – Your company’s effectiveness in delivering sustainable value and being a powerful source of leverage to the market and community it serves. The degree to which your company is trusted by the market and delivers more effective flow than its competitors is the measure that Talent Dynamics gets to the heart of.

By the end of this second stage, you will have indicators of value and leverage across all areas of your enterprise at the personal, team and corporate level.